Managing Director, Talent Acquisition

Agency:

Omnicom Corporate

Job Function:

People and Culture

Job Subfunction:

Talent Acquisition

Job Description:

Omnicom is seeking a Managing Director, Talent Acquisition to lead enterprise talent acquisition strategy, performance, and delivery for one of our connected capabilities in the U.S.

Reporting directly to the Global Chief Talent Officer, this leader will be accountable for building and operating a world-class Talent Acquisition function that combines strategic talent leadership with exceptional operational rigor.

The role will partner closely with senior business and HR leaders to understand current and future workforce needs, translate those priorities into actionable talent strategies, and ensure the Talent Acquisition team consistently delivers against the needs of the business.

A critical part of the mandate will be establishing greater discipline, transparency, and accountability across Talent Acquisition, including Workday adoption, data integrity, metrics management, recruiter productivity, capacity management, and overall team performance.

This leader will be expected to think strategically while operating with a strong performance mindset: understanding the talent marketplace, anticipating future capability needs, and ensuring the fundamentals of recruiting execution are consistently excellent.

• Develop and execute the enterprise Talent Acquisition strategy, aligned with broader Omnicom talent and business priorities.
• Serve as a trusted talent advisor to senior business and HR leadership, providing perspective on talent availability, market dynamics, competitive intelligence and workforce trends.
• Translate business strategy and workforce plans into proactive hiring and talent-pipeline strategies.
• Anticipate emerging and critical capability needs and build talent strategies before demand materializes.
• Partner across Omnicom’s broader Talent organization to identify opportunities for internal mobility and cross-organization talent deployment.
• Balance immediate hiring requirements with longer-term workforce and talent priorities.
• Strengthen integration between Talent Acquisition and broader talent priorities, including workforce planning, succession, internal mobility and capability development.

• Own the overall performance and delivery of the Talent Acquisition team, ensuring hiring commitments are met with quality, speed and consistency.
• Establish clear expectations and accountability across the recruiting organization.
• Regularly review recruiter performance, requisition loads, pipeline health, aging roles and hiring outcomes.
• Identify delivery risks early and take action to address capacity, performance or process challenges.
• Establish service standards and operating rhythms that create consistency across the recruiting lifecycle.
• Ensure resources are deployed against the highest-priority business needs and adjust capacity as demand changes.
• Build a culture where data and outcomes—not simply activity—define recruiting performance.

• Implement the Talent Acquisition performance-management framework with clear KPIs and regular reporting.
• Own the accuracy, consistency and interpretation of Talent Acquisition data.
• Adopt dashboards and reporting that provide leadership with visibility into hiring performance, trends and risks.
• Track and actively manage pre-defined metrics
• Use data to identify performance gaps, forecast challenges and recommend actions rather than simply reporting results.

• Lead Workday Recruiting adoption and operational discipline across the Talent Acquisition team.
• Ensure…